Cost accounting of hospital pharmaceutical service based on job analysis / 中华医院管理杂志

With the full implementation of the separation policy of medicine in China, the circulation of drugs in hospitals no longer produces direct economic value, but turns into the operating cost in the process of providing medical services. The research on the cost calculation of hospital pharmaceutical service can not only help the hospital to strengthen the internal cost management, but also provide the basis for the government policy compensation. This paper constructed a model of pharmaceutical service cost calculation based on job analysis, and produced basic pharmaceutical and advanced pharmaceutical service cost based on the data of a sample hospital.

Competency characteristics study of clinical nurse specialist in comprehensive childrenˊs hospital / 中国实用护理杂志

Objective To analyze job information of clinical nurse specialist (CNS) in comprehensive children′s hospital,andclarify CNS′s qualification requirements. Methods Using working log and questionnaires to conduct a survey on 39 nurses and doctors in children′s hospital. Results Qualified CNS position asks for academic requirements for the undergraduate or above;pediatric work experiences for more than 5 years, pediatric specialist work experiences for more than 3 years, and also 3-6 months ICU work experience; competency of clinical practice skills, interpersonal skills, analysis and evaluation of decision-making. Direct clinical nursing is the core of CNS daily work content. Conclusions Job descriptions should be established to meet the pediatric CNS job characteristics,to ensure the CNS personnel selects.

Classes de comportamentos profissionais de pais sociais identificadas em literatura por meio de análise comportamental / Professional behavioral classes of social parents identified in literature through behavioral analysis

O objetivo desta pesquisa foi identificar classes de comportamentos de pais sociais em instituições de acolhimento na modalidade casa lar. Foi realizado procedimento de identificação de classes de comportamentos a partir de análise documental. O procedimento envolveu transcrever trechos de obras que fizessem referência a informações relativas a componentes de comportamentos de pais sociais, completar ou aperfeiçoar a descrição dos componentes identificados, derivar componentes não identificados nas fontes de informação, nomear as classes de comportamento, listar e categorizar as classes de comportamentos. Foram identificados 123 classes de comportamentos, organizadas em 26 classes gerais, as quais foram agrupadas em cinco classes mais gerais: (a) promover o desenvolvimento afetivo e social das crianças e adolescentes; (b) administrar o ambiente doméstico e institucional; (c) promover a saúde e o desenvolvimento físico das crianças e adolescentes; (d) promover a aprendizagem das crianças e adolescentes e; (e) inserir crianças e adolescentes no ambiente institucional. A identificação desses comportamentos possibilitará melhor qualificar e avaliar o trabalho realizado em casas lares

The objective of this research was to identify behaviors of social parents in shelters. A procedure of indirect observation through documents was performed in order to identify classes of behavior. The procedure consisted of selecting and transcribing passages on specialized literature that make reference to components of behavior of social parents, complete or improve the description of the identified components, derive components that were not identified in the sources of information, name the classes of behavior and list and categorize the classes of behaviors. The research resulted in 123 behavioral classes, organized into 26 general classes, which were grouped into five more general classes: (a) to promote the affective and social development of children and teenagers; (b) to manage the domestic and institutional environment; (c) to promote the health and physical development of children and teenagers; (d) to promote the learning of children and teenagers e; (e) to insert children and teenagers in the institutional environment. Identifying these behaviors allows for better qualification and evaluation of the work performed by these parents in shelter home institutions

Performance, Delegation, Job Importance and Education Needs for Tasks of Rehabilitation Nurses / 재활간호학회지

PURPOSE: The aim of this study was to identify performance, delegation, job importance and education needs for duties and tasks perceived by rehabilitation nurses. METHODS: Performance, delegation, job importance and education needs in regard to 11 duties and 57 tasks were surveyed 191 nurses who worked at the rehabilitation unit. RESULTS: Performance, job importance and education needs were high in most duties and tasks. Performance was significantly correlated with job importance. Job importance and education needs was also significantly correlated. Direct care was the highest duty in performance, job importance, and education needs. Psycho-social care, coordination, and self-development were high in job importance but low in performance. Psycho-social care, managing mobility disorder, and dysphagia care were most delegated duties. The most delegated person were employed caregiver/careworker, followed by nurse aid, and family members. CONCLUSION: The educational strategies and opportunities were needed for the rehabilitation nurses and delegated persons.

Análise do trabalho em organizações­definição, usos e métodos de realização / Work analysis in organizations­definition, uses and methods / Análisis del trabajo en las organizaciones­definición, propósitos y métodos de realización

A análise do trabalho é um processo que busca compreender quais são as tarefas importantes de um trabalho, como elas são realizadas e que atributos humanos são necessários para a execução exitosa deste trabalho. Configura-se em uma tentativa de se desenvolver uma teoria do comportamento humano do trabalho sob análise, a partir da qual decisões sobre gestão de pessoas podem ser tomadas na organização. Este artigo define análise do trabalho, discute seus principais usos em organizações, detalha os objetos de estudo e os métodos de análise do trabalho. A partir dessas bases, apresenta como a análise do trabalho pode ser realizada, considerando-se os seguintes passos: tipos de informações a serem coletadas, fontes de informação, métodos de coleta de informações, síntese das informações e apresentação de relatório da análise do trabalho. O artigo finaliza com a diferenciação entre análise do trabalho e modelagem de competências individuais e traz argumentos para o posicionamento da análise do trabalho como uma ação própria da psicologia do trabalho e das organizações.

Work analysis is a process used to understand what the important tasks of the job are, how they are performed, and what human attributes are necessary to carry them out successfully. Work analysis is an attempt to develop a theory of human behavior about the job in question to support management decisions. This paper defines work analysis, discusses its main uses in organizations, and presents the objects of study and the methods of work analysis. This paper also discusses how work analysis is done, considering the following steps: types of data to be collected, data sources, data collecting methods, summary of the information and work analysis reports. This paper ends with the differentiation of work analysis and individual modeling skills and brings arguments to endorse work analysis as an intervention of work and organizational psychology.

El análisis del trabajo es un proceso que busca comprender las tareas más importantes de un trabajo, cómo son realizadas y cuáles son los atributos humanos necesarios para una ejecución exitosa de este trabajo. El análisis del trabajo es un intento de desarrollar una teoría del comportamiento humano del trabajo bajo análisis, la cual permite la tomada de decisión sobre gestión de personas en las organizaciones. Este artículo define análisis del trabajo, discute los principales usos en las organizaciones, detalla los objetos de estudio y los métodos de análisis del trabajo. A partir de estas bases, presenta cómo el análisis del trabajo puede ser hecha, considerando los siguientes pasos: tipos de información que deben recogerse, fuentes de información, métodos de recogida de información, síntesis de la información y la presentación de informe de análisis de trabajo. El artículo concluye con la diferenciación entre el análisis de trabajo y el modelado de competencias individuales y trae argumentos para situar el análisis del trabajo como una intervención propia de la psicología del trabajo y de las organizaciones.

Job analysis and needs assessment of advanced midwifery practitioners in the hospital / 中华医院管理杂志

Objective To conduct in‐depth job analysis and needs assessment on advanced midwifery practitioner (AMP) set up at a tertiary hospital .Methods The appraisal structure was designed by the needs assessment framework .Information on AMP′s job needs was collected via in‐depth interviews ,field notes and midwives′diaries .Colaizzi analysis method was used to sort out and analyze all the data .Results Seven themes through AMP′s job needs assessment were presented in the form of6W1H ,including :(1) who was AMP ;(2) whom did AMP serve;(3) what was AMP′s job content ;(4) what scope did AMP work in ;(5) how was the AMP′s practice model ;(6) where was the practical site;(7) why was the job post launched .Conclusions AMP practice at current stage is in its embryonic form of exploration but with huge potential demand ,which still needs to be improved using the needs assessment framework so that a scientific and standard job description can be formed to guide the AMP clinical practice .

Job Analysis of Health Guide Nurse for Role Identification: Focusing on Annual Health Guidance Membership Service / 간호행정학회지

PURPOSE: The aim of this study was to identify nurses' role in the delivery of health guidance service within the annual health guidance membership service. METHODS: Dynamic job analysis process was applied with vertical job analysis and horizontal job analysis through a focus group workshop and expert survey. RESULTS: As a result of this study, job description was established with 4 duties, 11 tasks, 60 task elements. Major duties consisted of 'professional nurse practice', 'coordination and cooperation', 'education and consultation', and 'administrative work and improvement'. A job process map was also framed. CONCLUSION: The results can be used to establish nurses' role in providing health care service. Ongoing research on nurse's role as a health guider will be a fundamental base for health care service development and will contribute to expansion of common health management services.

Job Analysis and Curriculum Development for Gambling Addiction Prevention Counselors based on DACUM / 정신간호학회지

PURPOSE: Recently, gambling problem have increased in Korea and the prevalence rate is much higher than in western countries. Prevention of gambling addiction is very important at this point, but we have no accreditation or certification system for gambling addiction prevention counselors. The purpose of this study was to analyze the job and to develope a curriculum for Gambling Addiction Prevention Counselor (GAPC). METHODS: The definition of GAPC, job analysis and curriculum development were done based on developing a curriculum(DACUM) method. RESULTS: The duties performed by GAPC are categorized as planning & implementing, public education, outcome evaluation and professional development, which are classified into 8 tasks. The curriculum for training GAPC had 20 lectures covering 6 subjects: Introduction to gambling addiction, Prevention policy & institute, Methods of prevention education, Development of prevention programs, Prevention programs for target population, Empowerment for prevention counselors. Among the total 50 hours, 27 were for theory and 23 for practice. The mean of CVI (Content Validity Index) was 77 by multidisciplinary professional panels. CONCLUSION: The specific tasks for gambling addiction prevention activities can be identified and curriculum developed for utilization in training GAPCs.

A job analysis of care helpers / 보건의료교육평가

The aim of this study was to examine the roles of care helpers through job analysis. To do this, this study used the Developing A Curriculum Method (DACUM) to classify job content and a multi-dimensional study design was applied to identify roles and create a job description by looking into the appropriateness, significance, frequency, and difficulty of job content as identified through workshops and cross-sectional surveys conducted for appropriateness verification. A total of 418 care helpers working in nursing facilities and community senior service facilities across the country were surveyed. The collected data were analyzed using PASW 18.0 software. Six duties and 18 tasks were identified based on the job model. Most tasks were found to be "important task", scoring 4.0 points or above. Physical care duties, elimination care, position changing and movement assistance, feeding assistance, and safety care were identified as high frequency tasks. The most difficult tasks were emergency prevention, early detection, and speedy reporting. A summary of the job of care helpers is providing physical, emotional, housekeeping, and daily activity assistance to elderly patients with problems in independently undertaking daily activities due to physical or mental causes in long-term care facilities or at the client's home. The results of this study suggest a task-focused examination, optimizing the content of the current standard teaching materials authorized by the Ministry of Health and Welfare while supplementing some content which was identified as task elements but not included in the current teaching materials and fully reflecting the actual frequency and difficulty of tasks.

Análise profissiográfica e mapeamento de competências nas instituições de segurança pública / Análisis profisiográfico y mapeo en la seguridad pública

A profissionalização contínua da qualidade dos serviços prestados à comunidade pelas instituições de segurança pública vem sendo impulsionada pela aplicação de princípios e práticas de recursos humanos e de gestão de pessoas no trabalho. Tais práticas dizem respeito à definição das atribuições e responsabilidades de um cargo em consonância com o perfil de competências exigido para o desempenho do mesmo. Importantes fontes de insumo a essas práticas dizem respeito à aplicação da profissiografia e do mapeamento de competências à realidade das instituições de segurança pública, importantes para o planejamento de ações voltadas para o desenvolvimento das pessoas e para a busca pelo desempenho competente. Este trabalho objetiva discutir questões de natureza metodológica e implicações práticas decorrentes da aplicação dessas ferramentas, análise profissiográfica e mapeamento de competências em instituições policiais, apontando limites e possibilidades no contexto da segurança pública. Efetuou-se um levantamento bibliográfico nos principais periódicos nacionais de administração e de Psicologia, visando, a partir de análise das publicações sobre o tema, a propor um método destinado ao mapeamento profissiográfico e de competências e à sua análise crítica em termos de aplicabilidade no contexto das organizações. Apresentam-se, aqui, possibilidades de atuação na área da segurança pública, integrando-se as técnicas de mapeamento de profissiografia...

Continuous professionalization of the quality of the services provided to the community by the public security institutions has been propelled by the application of practices and principles from human resources and management of people at work. Such practices refer to the definition of duties and responsibilities of a post in accord with the competency profile required for the performance of the post. Important sources of input to the referred practices regard the application of professional profiling and of competency mapping to the reality of the public security institutions, vital to the planning of personnel development actions and to the quest for competent performance. The present work aims at discussing issues of methodological nature and the practical implications deriving from the application of these tools, namely, professional profiling and competency mapping, in law enforcement institutions, indicating the limits and the possibilities in the context of public security. The bibliographic study of the main national administration and psychology periodicals was conducted with the view of proposing a method for competency and professional profile mapping and its critical analysis in terms of applicability within the reality of the organizations, based on the analysis of the publications on the theme. Possibilities are presented herein for the acting in the context of public security, integrating the techniques of professional profile mapping...

La profesionalización continuada de la calidad de los servicios rendidos a la comunidad por las instituciones de seguridad pública ha sido impulsada por la aplicación de principios y prácticas de recursos humanos y de gestión de personas en el trabajo. Dichas prácticas dicen respecto a la definición de las atribuciones y responsabilidades de un cargo en consonancia con el perfil de competencias exigido para el desempeño de ese cargo. Importantes fuentes de insumo a esas prácticas dicen respecto a la aplicación de la profisiografía y del mapeo de competencias a la realidad de las instituciones de seguridad pública, importantes para la planeación de acciones destinadas al desarrollo de las personas y a la búsqueda por el desempeño competente. Este trabajo tiene como objetivo discutir cuestiones de naturaleza metodológica e implicaciones prácticas decurrentes de la aplicación de esas herramientas, análisis profisiográfico y mapeo de competencias en instituciones policíacas, señalando límites y posibilidades en el contexto de la seguridad pública. Se ha efectuado un levantamiento bibliográfico en los principales periódicos nacionales de administración y de Psicología, objetivando, a partir de un análisis de las publicaciones acerca del tema, proponer un método destinado al mapeo profisiográfico y de competencias y a su análisis crítico en términos de aplicabilidad en el contexto de las organizaciones. Se presentan, aquí, posibilidades de actuación en el área de seguridad pública, integrándose las técnicas de mapeo de profisiografía...

Job Analysis of Standardized Patient Trainer / 한국의학교육

PURPOSE: Although standardized patients (SPs) have been used widely in medical education, there has been little research on SP trainers. The purpose of this study was to examine the roles SP trainers by establishing their job description and assessing the importance, frequency, and difficulty of each task element. METHODS: SP trainers' responsibilities were defined and their job descriptions were developed based on a focus group interview (FGI) of 6 panels. The validity of the duties, tasks, and task elements that were elicited from the FGI was examined by the 6 panels and a medical school professor. The data were collected using a questionnaire survey from 24 SP trainers in April 2011. The questionnaire pertained to the importance, frequency, and difficulty of the duties, tasks, and task elements that were identified in SP trainers' job descriptions. RESULTS: The job description of SP trainers consisted of 10 duties, 25 tasks, and 76 task elements. The average level of importance of the 10 duties was 4.29; "SP training" was identified as the most important duty (4.79+/-0.41). Of the 76 task elements, "providing training regarding the scoring criteria and standardizing the scoring system" had the highest levels of importance and frequency (4.83+/-0.48, 4.08+/-1.06). "Standardizing the acting abilities of SPs" was the most difficult task element (4.50+/-0.66). CONCLUSION: By analyzing the job description of SP trainers, this study is expected to help define the roles of SP trainers and facilitate their deployment.

Job Analysis of Korean Oncology Advanced Practice Nurses in Clinical Workplace: Using the DACUM Method / 종양간호학회지

PURPOSE: The purposes of this study were to identify job definition, duties and tasks of Korean oncology Advanced Practice Nurses (APNs) and assess frequency, importance, and difficulty for each of duty and task using the DACUM method. METHODS: The DACUM committee was organized with nine oncology APNs. The committee documented the job definition, duties and tasks based on their daily job descriptions. Validity of the elicited duties and tasks was tested by a study team and 6 oncology APNs. Data were collected using a questionnaire survey from 53 oncology APNs. RESULTS: The job description of oncology APNs was identified 12 duties and 66 tasks. Among the twelve duties, 'education for patients/ families' was the most frequently performed and was the most important duty. 'Case management' was the most difficult duty. Among 66 tasks, 'providing education for patients/families' was most frequently performed. 'Providing education for patients/families' and 'assessing patient condition comprehensively' were the most important tasks. 'Implementation research' as the principal investigator was perceived as the most difficult task. CONCLUSION: In this study, Korean oncology APNs' job performances were identified and analyzed. It is recommended that job description for oncology APNs needs to be standardized and reshaped in advanced way in future.

Construction of behavioral observation scale for appraising the performance of charge nurses of class three hospital / 中国实用护理杂志

Objective Based on a job analysis known as the Critical Incident Technique, this study is to develop a behavioral observation scale (BOS) for appraising the performance of charge nurses of class three hospital in Sichuan province. Methods First, 56 charge nurses and supervisors were interviewed by using the Critical Incident Technique and 498 incidents were reported.Then the 498 incidents were cate-gorized into15 criteria and 169 behavior items which formed one original BOS. 48 supervisors preexamined,on a five-point Likert scale as to the frequency, 190 charge nurses who were engaged in the behavior de-scribed by each incident. According to the item analysis above, 12 performance criteria and 54 behavioral items came out to form a formal behavioral observation scale for appraising performance of charge nurses Fi-nally,to test the reliability and validity of behavioral observation scale, 192 charge nurses were put under re-al test. Results The Cronbach's alpha coefficient ranged between 0.65 and 0.93. The retest reliability ranged from 0.50 to 0.76. Factor Analysis: 9 factors with eigenvalue greater than one were selected and ac-cumulative prepertion was 68%. Conclusions Behavioral observation scale developed on a job analysis known as the Critical Technique to appraise the performance of charge nurses has moderately high reliabili-ty and validity.

Developing Job Description for Dietitians Working in Public Health Nutrition Areas / 대한지역사회영양학회지

The purpose of this study was to develop a standardized job description for dietitians working in the public health nutrition area. Work-oriented job analysis methodology was employed for the study purpose. Subjects of 38 dietitians currently working at health centers in 2002 were recruited. Based on the focus group interview with 7 public health nutritionists and 7 professors, information about task elements was collected. Questionnaires measuring work performance and self-perception of importance of the selected task elements were administered. Reliability and validity of this instrument were tested by Chronbach's alpha and factor analysis. SAS PC package program was used for the statistical analysis. The final developed job description for public health nutritionists included 5 duties, 20 tasks and 93 task elements. The results of this study can be summarized as follows; 1) 5 duty areas are A. plan and evaluation of public health nutrition services, B. developing nutrition education materials, C. implementing nutrition services, D. networking community, and E. self development. 2) Each duty area from A to E was composed with 6, 2, 6, 4, 2 tasks, respectively. 3) Each duty area from A to E was composed with 24, 8, 38, 14, 9, and 2 task elements, respectively.

National Survey on the Current Status of Infection Control Nurses and Their Activities in General Hospitals with More Than 300 Beds / 병원감염관리

PURPOSE: This study was conducted to analyse the activities and status of infection control nurses (ICNs) and the trends of them since the first full-time ICN had been appointed in 1991. METHODS: Questionaries were mailed to 164 general hospitals with more than 300 beds. 85 hospitals were responded (51.8%) from 17June to 11 November 2003. RESULT: Full-time ICN was employed in 37.5%, 88.8% hospitals employed only one ICN regardless full-time or part-time ICN. ICNs spent time on surveillance (40.7%), teaching (29.4%), and meeting et al (30.3%). Surveillance was practice (67.5%), but surgical site surveillance was done in 12.1%. Personal characteristics and IC activities were significantly different between full-time and part-time ICNs. No of ICNs were increased by the national regulation and policy making. ICNs have improved the efficacy of infection control (IC) and abolished many wasteful ICs, The intensity of surveillance and the number of hospitals keep on hospital environmental control guidelines were increased. CONCLUSION: The number of ICNs was lower than 1980s' recommendation. The regulation on the ratio of ICN to beds should be added. The general features and activities of ICNs have been improved since 1991. However, to step up IC, the reward and support systems for ICN should be established.

Global Communication(21)Examination of Treatment Methods Used by Acupuncturists in America / 全日本鍼灸学会雑誌

A recent survey of licensed acupuncturists in the United States conducted by the National Certification Commission of Acupuncture and Oriental Medicine (NCCAOM) revealed the breadth and variety of methods used by acupuncturists in their clinical practice. Many of these are techniques that are not taught in schools of Oriental Medicine and do not originate in east Asia, but are considered by the practitioners to be significant to their practice of oriental medicine. The survey affords an opportunity to observe how the nature of oriental medicine is changing and evolving as it is assimilated into a new cultural environment.

A Study for Dietetic Practitioner's Job Analysis: labor Time Spent and Staffing Need Indices

This study was designed to analyze the dietetic practitioner's job in the over 600-ed hospitals in korea and to assess their labor time spent and staffing need indices. The actual time spent and expected labor time spent on dietitians' activities were investigated and the proper dietic staffing needs in the hospitals was also calculated. A job analysis questionnaires were developed and mailed to 20 hospitals. Completed questionnaires were received form 12 hospitals for a response rate of 60%. The followings are summary of the results. 1. The jobs dietitians at the hospitals were classified into the following 7 areas, direct patient care, indirect patient care, therapeutic patient care, education & counseling, meeting & research, delay & movement, and administration & food services. 2. The actual time spent on dietetic practice was 48.6 hours and expected labor time spent was 99.2 hours, Therefore, the proper time required to conduct classified jobs was 2.1 times higher than the time spent. Especially, the time required for performing clinical nutrition services including direct patient care, indirect patient care, therapeutic patient care was significantly higher than the time needed. 3. The average times required for the direct patient care was 1334.6min, for the indirect patient care was 796.3min, for the therapeutic patient care was 1634.5min, for the education & counseling was 265.2min, for the meeting & research was 366.7min, for the delay & movement was 327.3min, and for the administration & food services was 1170min. The staffing need indices was 12.3. As a conclusion, the standardized job descriptions for the dietitian to carry out their job at the hospital should be established. And the clinical dietitians as nutrition professionals have to be recruited to provide systematically hospitalized patients with medical nutrition therapy at each hospital.

A Job Analysis in Common Managemant Dietitian of School Foodservice: Centering around Kyoung sang buk-do

The purpose of this research is to analysis the general job of 76 dietitian on common management of school food service in Kyoung-buk area. In this research we asked them some general aspects, and made use of three variants(job performing time, the degree of major recognition, and the degree of difficulty) each question after classifying their jobs into 13 standard jobs. Statistical data analysis was completed using SPSS package program. The results of this survey showed the following : 1. The types of common management are as in the following : of the whole 76, 37 on the rotative trip to one single school, 8 to two schools, 1 to three schools, 28 on the trip to one single school plus central food production and 1 on the trip to two schools plus central food production. 2. The average job performing time in his or her school is 2813 minutes(8.52 hours) per week. 3. The factor of the evaluation and study of school foodservice has the highest level in every variant, but there were no standard job which needed the high-level difficulty and the longer job performing time as it needed the low degree of major recognition.

Comparison of Human Attributes for School and Hospital Dietitians : by Importance and Frequency Scale / 대한지역사회영양학회지

Job analysis was done by the method of interview and survey to find out the human attributes needed for dietitans' job performance. The knowledge, skills, abilities and other characteristics including personality were major items in the questionnaire. The questionnaire was distributed to 340 schools and hospital dietitians. Among these, 201 were compeletely filled out, returned and statistically analyzed according to the frequency scale and importance scale respectively. The results were as follows : 1) The age, education, job experience and monthly pay of hospital dietitians were higher than those of school dietitians. This was partly due to the reflection of short chronicle of school foodservice. 2) The most important human attributes for rwo groups were commonly shown as sincere and faithful personality, good human relationship and responsibility for business outcome. 3) Computer skill and menuplanning ability were human attributes of the most frequently used by school dietitians, whereas knowledge of diet therapy, clinical nutrition, and pathology of disease were frequently used by hospital dietitians. 4) The correlation coefficients between two groups were as follows : Spearman's rho value of personality, skills and abilities, and knowledge were 0.806, -0.432,-0.203 respectively, according to the importance scale. 5) An overall view from t test between two groups, various human attributes, especially knowledge were more frequently used by hospital dietitians.

An Analysis of Competencies of Dietitians in Self-operated vs. Contracted Employee Foodservice by Worker-oriented Job Analysis Methodology / 대한지역사회영양학회지

The job characteristics and competencies of 285 dietitians in employee foodservices were investigated by worker-oriented job analysis methodology. The purposes of this study were to : a) determine the knowledge, abilities, skills and other characteristics(KASO, hereafter) needed for dietitians in two types of employee foodservice groups(self-operated vs. contracted) and b) the analysis of the degree of frequency and importance and entry requirements of KASO items listed below : their degree of frequency, the level of importance and their function as entry requirements. The 134 KASO items would be divided into 12 task categories. The questionnaire was mailed to 250 dietitians who are members of The Korean Dietetic Association Practice Group in self-operated foodservices(hereafter group A) and 250 dietitians who are employed in contracted foodservice companies(hereafter group B). Completed were received from 285 dietitians(121 in self-operated, 164 in contracted) ; with a response rate of 57%. Statistical data analysis was completed using the SPSS/win and the SAS/win packages. The results of this study can be summarized as follows. 1) Analysis of the degree of frequency, importance and entry requirements of 134 KASO items in group A showed a high priority(score<4.0) placed on 14 items in relation to dietetic tasks and 9 items in relation to human attributes, whereas in group B 19 items in relation to dietetic tasks and 11 items in relation to human attributes. 2) Comparing responses about the KASO items in the 12 task categories, there was a significant difference between the two sample groups with regard to degree of frequency : group A scored 3.29, group B scored 3.50(p<0.01). With regard to importance of KASO items in 12 task categories, group A scored 3.78 and group B scored 3.88 showing no significant differences. With to entry requirements of KASO items in 12 task categories, group A scored 3.29 and group B scored 3.46 showing a significant difference(p<0.05).